Coaching for Leadership Development
We leverage science to accelerate the pace of change.
PCI’s Leadership Coaching Philosophy
Our approach is grounded in the science of personality and behavior change. Business psychologists conduct a comprehensive psychometric assessment at the start of every engagement. This uncovers the client’s strengths and what may be holding them back. Our coaches use a combination of cognitive-behavioral, positive psychology (i.e., leveraging strengths), and solution-focused (i.e., constructing solutions to achieve specific outcomes) approaches.
Coaching for Leadership Development: Building a Business Case
According to the International Coaching Federation, 86% of companies that measured the financial impact of leadership coaching experienced a Return on Investment. Some studies have shown over 700% ROI! Source Because there is so much evidence of its positive business impact, the majority of organizations around the world are using leadership coaching.
In fact, a recent study showed that 72% of organizations offer coaching for leadership development. Another 23% would like to offer leadership coaching. The most common reasons for not doing it are lack of budget and difficulty showing ROI. Source To stay competitive, HR leaders must overcome these common roadblocks so they can gain buy-in for investing in leadership coaching.
We help remove barriers in two ways.
1. Budget-friendly Coaching Lite
The term “Coaching Lite” was popularized by Walmart’s coaching program back in the 1990s. The approach is intense at the start and followed up with shorter, less frequent check-ins. Research shows that for many outcomes, having < 5 coaching sessions produces the same or even better results than having 5 or more sessions. With cost and time committed being lower without sacrificing effectiveness, it’s no wonder that Coaching Lite is our most popular option.
2. Showing Return on Investment
A 2020 Global Coaching Study showed that evaluating the impact of coaching was the #1 ongoing challenge for most organizations. This is because there is no “one-size-fits-all” equation to measuring leadership coaching’s impact. So, Training Magazine suggests calculating Return on Expectations. The concept hinges on linking coaching to the relevant metrics and desired outcomes that matter for the organization. These should be tied to your organization’s mission, values, and goals.
For instance, one positive result of coaching is an improvement in employee engagement. So, if this is one of your strategic goals, engagement would be measured pre- and post-coaching. This can be done on a smaller scale (i.e., the leader and their direct reports complete a survey) or at the organizational level if a broader coaching program is in place.
Before any coaching for leadership development begins, we help you:
- Define your expected outcomes and how they tie to your mission, values, and goals.
- Determine what metrics will be used to evaluate those outcomes and how they will be measured.
- Communicate a consistent message to the coach, client, and key internal stakeholders on the purpose of the coaching, the expected outcomes, and how those will be measure.
